How to develop a Learning & Development strategy

Learning & Development has been gaining traction over the past decade. According to research, workplace learning significantly contributes to innovation and performance improvements. Multiple theoretical perspectives have also been developed to tackle key obstacles in different scenarios. Identifying and selecting the right approach affects the effectiveness of the initiative. Thus, considering the business objectives, organisational scale and context is crucial when developing a strategy. Nonetheless implementing a Learning & Development strategy can help organisations achieve increased productivity and lowered costs. Nowadays there are multiple initiatives to choose from. While adopting either one will be beneficial, to maximise returns on investment, it is worth considering a multitude of factors during decision making. In this article, the two most common strategies will be outlined and evaluated.

Training initiatives

Training initiatives are most commonly adopted for their universal applicability. However, the idea of training includes a variety of approaches, such as off/on-the-job, technical or even diversity. Organisations should adopt an approach that best suits their needs and available resources. Conducting training where more experienced workers, and managers, get to share their knowledge and display their expertise can be extremely beneficial for recruits or underperforming employees. Research suggests that it is a highly effective way to engage young people and strengthen organisational commitment within them. Furthermore, training to receive a qualification has been shown to have the most impact on individual performance. Providing opportunities for workers to grow their skills also increases their organisational commitment. This has also secondary benefits for the business. By promoting qualification training for a range of their employees, the organisation improves their brand image and attracts increased talent. Thus, implementing training should yield significant morale and performance improvements.

E-learning & technology integration

Another recommended initiative is e-learning and technology integration. The organisation can develop, or outsource existing, e-learning platforms for their employees. Not only does this method allow for a more individual and flexible approach to training, but also fosters equality and diversity in the workplace. E-learning could be accessed by any employee from any location and does not require direct supervision. According to vast literature, well-designed e-learning can facilitate knowledge sharing among employees and is a useful tool in distributing explicit knowledge among workers. This method is common in the healthcare sector, where it has been displaying its key advantages. An organisation can begin with e-learning training for their managers and then slowly introduce it to the rest of the employees. By being such a flexible tool, managers do not need to force it into their schedule but instead can integrate it whenever they want. Interestingly, it would allow for off-the-clock learning, where individuals choose to engage with the platform in their own free time. This would be the desired outcome since people would still work during working hours and e-learn during off-work hours. Thus, increasing the qualification of their workforce long term while not losing any productivity short term.

Monitoring & Evaluation

Although the initiatives mentioned above are expected to yield successful outcomes, it is crucial to set key performance indicators (KPI) to quantify the return on investment. KPI should be discussed and outlined before the implementation of any intervention. It is worth mentioning, that while the Learning & Development strategy is long-term orientated, short-term costs should be considered. Additionally, the desired goals should align with overall business objectives such as increasing organisational performance or decreasing counterproductive work behaviour (CWB). Furthermore, cooperation with other departments can make or break the initiatives. Learning & Development strategy should be integrated into required areas of the organisation and should maintain close communication with respected directors and managers. To ensure smooth organisation-wide adoption, initial users should be honest in their feedback, as well as senior leaders should be transparent about the data collection and storage.

Conclusion

Overall, among the number of L&D initiatives available, two key Learning & Development strategies have been outlined. Training offers a unique opportunity for knowledge sharing and skill enhancement, fostering organizational commitment and improving employee performance. Meanwhile, e-learning and technology integration provide flexibility and accessibility, enabling employees to engage in learning activities at their own pace and convenience, ultimately contributing to long-term workforce qualification and productivity. However, the success of these initiatives hinges on robust monitoring and evaluation mechanisms. Key performance indicators (KPI) must be defined and aligned with overarching business objectives, with a focus on both short-term outcomes and long-term impact. Collaboration across departments and transparent communication channels are essential to ensure organizational-wide adoption and effectiveness of L&D strategies.

In conclusion, by investing in Learning and Development initiatives tailored to unique needs and objectives, organisations are poised to not only enhance employee skills and performance but also strengthen their competitive edge in the retail market, driving continued growth and success in the years to come.